Ilke Grosemans , Nele De Cuyper , Anneleen Forrier , Sarah Vansteenkiste
{"title":"毕业不是结束,它只是开始:与毕业相关的转型中感知就业能力的变化","authors":"Ilke Grosemans , Nele De Cuyper , Anneleen Forrier , Sarah Vansteenkiste","doi":"10.1016/j.jvb.2023.103915","DOIUrl":null,"url":null,"abstract":"<div><p>Graduate employability has attracted considerable attention, unsurprisingly so: The transition associated with graduation presents a series of strong events, that is likely to produce change in employability. We focus on perceived employability (i.e., the individual's appraisal of available employment opportunities). Change in perceived employability in the transition after graduation is sometimes hinted at, yet seldom tested: Positive change is expected, based on the idea that employability-enhancement in university broadens employment opportunities. While this may be true on average, there could be heterogeneity. In response, we tested heterogeneous change in perceived employability among university graduates using a longitudinal three-wave design and among three cohorts of graduates (<em>N</em><sub>2016</sub> = 581; <em>N</em><sub>2017</sub> = 547; <em>N</em><sub>2020</sub> = 339). The pattern of results is as follows. First, perceived employability on average increased after graduation, and in the same way in the three cohorts. Second, change is heterogeneous along three change profiles: one profile perceives themselves as highly employable at the start and becomes slightly more employable (49.6 %), a second profile starts at medium levels and also becomes more employable (38.1 %), and a third profile starts at lower levels and remains stable (12.3 %), with a widening gap with the other profiles over time. Third, profiles were similar across cohorts: Our findings are not sample-specific and thus robust. Fourth, the profiles are connected to labor market outcomes (employment status, job satisfaction, education-job fit). These findings are novel to the employability field in terms of unravelling heterogeneous dynamics, and its replication attests to the robustness of the findings.</p></div>","PeriodicalId":51344,"journal":{"name":"Journal of Vocational Behavior","volume":"145 ","pages":"Article 103915"},"PeriodicalIF":5.2000,"publicationDate":"2023-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"1","resultStr":"{\"title\":\"Graduation is not the end, it is just the beginning: Change in perceived employability in the transition associated with graduation\",\"authors\":\"Ilke Grosemans , Nele De Cuyper , Anneleen Forrier , Sarah Vansteenkiste\",\"doi\":\"10.1016/j.jvb.2023.103915\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<div><p>Graduate employability has attracted considerable attention, unsurprisingly so: The transition associated with graduation presents a series of strong events, that is likely to produce change in employability. We focus on perceived employability (i.e., the individual's appraisal of available employment opportunities). Change in perceived employability in the transition after graduation is sometimes hinted at, yet seldom tested: Positive change is expected, based on the idea that employability-enhancement in university broadens employment opportunities. While this may be true on average, there could be heterogeneity. In response, we tested heterogeneous change in perceived employability among university graduates using a longitudinal three-wave design and among three cohorts of graduates (<em>N</em><sub>2016</sub> = 581; <em>N</em><sub>2017</sub> = 547; <em>N</em><sub>2020</sub> = 339). The pattern of results is as follows. First, perceived employability on average increased after graduation, and in the same way in the three cohorts. Second, change is heterogeneous along three change profiles: one profile perceives themselves as highly employable at the start and becomes slightly more employable (49.6 %), a second profile starts at medium levels and also becomes more employable (38.1 %), and a third profile starts at lower levels and remains stable (12.3 %), with a widening gap with the other profiles over time. Third, profiles were similar across cohorts: Our findings are not sample-specific and thus robust. Fourth, the profiles are connected to labor market outcomes (employment status, job satisfaction, education-job fit). These findings are novel to the employability field in terms of unravelling heterogeneous dynamics, and its replication attests to the robustness of the findings.</p></div>\",\"PeriodicalId\":51344,\"journal\":{\"name\":\"Journal of Vocational Behavior\",\"volume\":\"145 \",\"pages\":\"Article 103915\"},\"PeriodicalIF\":5.2000,\"publicationDate\":\"2023-09-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"1\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Vocational Behavior\",\"FirstCategoryId\":\"102\",\"ListUrlMain\":\"https://www.sciencedirect.com/science/article/pii/S0001879123000751\",\"RegionNum\":1,\"RegionCategory\":\"心理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"PSYCHOLOGY, APPLIED\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Vocational Behavior","FirstCategoryId":"102","ListUrlMain":"https://www.sciencedirect.com/science/article/pii/S0001879123000751","RegionNum":1,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}
Graduation is not the end, it is just the beginning: Change in perceived employability in the transition associated with graduation
Graduate employability has attracted considerable attention, unsurprisingly so: The transition associated with graduation presents a series of strong events, that is likely to produce change in employability. We focus on perceived employability (i.e., the individual's appraisal of available employment opportunities). Change in perceived employability in the transition after graduation is sometimes hinted at, yet seldom tested: Positive change is expected, based on the idea that employability-enhancement in university broadens employment opportunities. While this may be true on average, there could be heterogeneity. In response, we tested heterogeneous change in perceived employability among university graduates using a longitudinal three-wave design and among three cohorts of graduates (N2016 = 581; N2017 = 547; N2020 = 339). The pattern of results is as follows. First, perceived employability on average increased after graduation, and in the same way in the three cohorts. Second, change is heterogeneous along three change profiles: one profile perceives themselves as highly employable at the start and becomes slightly more employable (49.6 %), a second profile starts at medium levels and also becomes more employable (38.1 %), and a third profile starts at lower levels and remains stable (12.3 %), with a widening gap with the other profiles over time. Third, profiles were similar across cohorts: Our findings are not sample-specific and thus robust. Fourth, the profiles are connected to labor market outcomes (employment status, job satisfaction, education-job fit). These findings are novel to the employability field in terms of unravelling heterogeneous dynamics, and its replication attests to the robustness of the findings.
期刊介绍:
The Journal of Vocational Behavior publishes original empirical and theoretical articles offering unique insights into the realms of career choice, career development, and work adjustment across the lifespan. These contributions are not only valuable for academic exploration but also find applications in counseling and career development programs across diverse sectors such as colleges, universities, business, industry, government, and the military.
The primary focus of the journal centers on individual decision-making regarding work and careers, prioritizing investigations into personal career choices rather than organizational or employer-level variables. Example topics encompass a broad range, from initial career choices (e.g., choice of major, initial work or organization selection, organizational attraction) to the development of a career, work transitions, work-family management, and attitudes within the workplace (such as work commitment, multiple role management, and turnover).